preschool questions?

Susan Rambo: agree iwth first answer

Tory Clapper: What is your concept quality preschool & what methods would you achieve it-------------------- 1 Allow children to learn at their own pace. Foster children's independence. Provide a nurturing and safe environment for all children. Encourage confidence in all children.Methods I would use would be to provide children with learning opportunities that would interest them. I make it fun and encourage them.#2 I would empathize with the child and encourage the child to participate in group play or a group activity. I would allow the child to stay by me until he/she feels comfortable. I would also have that child be my helper for the day and make him/her feel important.#3 If I had a child that was difficult to manage I would get to know the child more to find out what his/her needs are. If the child needs more exercise I would provide that. If the child needs some more attention I would offer that. I would be sure to praise! good behavior. I would utilize time out if needed. 1.To treat every child as an individual and incorporate there needs into daily planning and routines, to provide a good healthy learning environment, encouraging hand washing, to have bright colorful displays of the children's own work in order that the child feels valued, making a good partnership with parents, so you can achive the best care for a child.2. Reassure the parents, that s/he will be fine and let the parents know, if s/he doesnt settle we will call them. Give the child a cuddle, if its accepted, try and reassure the child and find something the child is intrested in,3. Be direct with the child, say the childs name and say e.g Bob No, please stop doing this and come and do this, if he continues then maybe sit him down somewhere for 1 min for every yera of his age, and then say to him to go and say sorry, use distraction teqhniques for the minor mis-behaviour.how would you handle a conflict at work at preschool! . Conflict in the workplace is inevitable. When you throw a gr! oup of people together, in close quarters, differences are bound to surface. But, the news is not all bad. Some conflict in the organization can be beneficial. Differences of opinion encourage creativity, change and progress. If addressed early, conflict can also provide insight into larger issues that may be brewing. Sources of conflictWhen situations get out of control, they can be difficult to address. Familiarizing yourself with the following common sources of conflict will help you to diffuse situations before they occur:Lack of clarity - Employees wind up in turf wars when boundaries aren’t clearly defined. A well-written job description, along with clearly defined reporting relationships can help prevent this situation.Limited resources - In today’s environment where people are asked to do more with less, there is often conflict over time, money, supplies and even space. When you observe conflict in the workplace, determine if employees have adequate resources to! do their work. Whenever possible, include employees in the resource allocation process. This will provide them with a better understanding of how allocation decisions are made in your organization.Conflicts of interest - Individuals fighting for personal goals and losing sight of organizational goals can create quite a ripple in the organization. Continually remind employees how their personal goals and efforts fit with the organization’s strategic business goals.Power struggles -The need to control is at the root of many workplace conflicts. Who should have that information? Who should be involved on that project? Who has the corner office? Recognize that power struggles exist. Teach employees how to manage relationships in the organization so they can effectively navigate through political mine fields. --------------------------------Tips for dealing with conflictA strong leader gives employees the tools needed to resolve conflict situations on their own, rather than c! ontinuously playing the role of referee. Here are some suggestions to h! elp you transition from referee to coach: Encourage employees to work things out on their own. Provide them with guidance. Ask employees what they’ve done to work out a situation. Look for core causes. Help the individual focus on specific behaviors, not personality. Redirect the person making the complaint back to the individual he or she is having the conflict with and offer suggestions on how to approach this person. Request this person give you feedback on how things went. Offer additional feedback, if appropriate.Since disagreement is inevitable, it makes good business sense to train employees and management on how to effectively deal with conflict in the workplace. Your investment will reap immediate dividends. Employees will spend less time focusing on one another and more time focusing on your customers. Listen closely. Calm has returned to your organization....Show more